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How do you align onboarding with your company culture?

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Onboarding is the process of integrating new hires into your organization, and it can have a significant impact on their engagement, performance, and retention. However, onboarding is not a one-size-fits-all solution, especially when you are hiring global talent from different cultures, backgrounds, and expectations. How do you align onboarding with your company culture, and ensure that your new employees feel welcomed, supported, and aligned with your vision and values? Here are some tips to help you create a positive and effective onboarding experience for your global talent.

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Ya'ara Cohen

Senior Director, Head of Marketing at Empathy
Joana Russinho

Human Resources Leadership | Opinion Writer | Mentor, Nova SBE VOICE Leadership Initiative | "HR Strategy for PMEs'…

1 Understand your culture

Before you design your onboarding program, you need to understand what makes your company culture unique and attractive to your global talent. What are your core values, beliefs, and behaviors that define your identity and guide your actions? How do you communicate, collaborate, and celebrate as a team? How do you handle feedback, conflict, and change? How do you balance work and life? These are some of the questions that you need to answer and articulate clearly, so that you can communicate your culture to your new hires and help them fit in and thrive.

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Ya'ara Cohen

Senior Director, Head of Marketing at Empathy
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Culture is evasive and difficult to convey, but it’ll be worth the investment to figure out how to do so. A clear, well communicated culture creates alignment across the company. More importantly though, it levels the playing field. Creating a true meritocracy means enabling newcomers and outsiders to thrive, rather than gate-keeping and reserving power for incumbents and insiders. Articulating your culture is a tool to empower managers, peers and new hires

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2 Customize your onboarding

While you want to maintain a consistent and coherent culture across your organization, you also need to recognize and respect the diversity and individuality of your global talent. Your onboarding program should not be a rigid and standardized process, but a flexible and personalized one that adapts to the needs, preferences, and goals of each new hire. For example, you can tailor your onboarding content, format, and duration according to the role, location, and level of your new employees. You can also offer different options and resources for learning, such as online courses, mentorship, peer support, or gamification. You can also solicit feedback and input from your new hires to improve your onboarding program and make it more relevant and engaging.

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Joana Russinho

Human Resources Leadership | Opinion Writer | Mentor, Nova SBE VOICE Leadership Initiative | "HR Strategy for PMEs' Award"
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For me the best is to structure the onboarding program on a flexible way, regarding the role of each new entrance. Not only the contents, but all communication and actors must be chosen in a way adapted to who is receiving the information. For example, the same onboarding format applied to a junior should not be the same applied to a more senior person - Not for hierarchical reasons but for the seling points that we are going to choose. The secret is to step into each other's shoes and understand what and how to communicate in order to better present the company's culture

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3 Connect your onboarding

Onboarding is an important process for helping new hires build relationships and connections with existing employees, especially when working remotely or across different time zones and cultures. To foster a culture of collaboration and trust, you can use various tools and strategies to connect your onboarding. Introduce your new hires to their managers, peers, and cross-functional teams and facilitate regular check-ins and feedback sessions. Organize virtual or in-person social events, such as icebreakers, trivia, or happy hours, to help them bond with their colleagues. Encourage your new hires to join or create interest groups, clubs, or networks based on their hobbies, passions, or causes. Additionally, provide opportunities for them to learn from and share with other global talent through webinars, podcasts, or blogs.

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4 Reinforce your onboarding

Onboarding is not just a one-time event, but an ongoing process that can last for months or even years. You need to make sure your new hires are not only oriented, but also integrated and retained in your organization. To reinforce onboarding and your culture, you should provide continuous support, recognition, and development for your global talent. This can include offering feedback and coaching to help improve their skills and performance, celebrating and rewarding their achievements and milestones, providing learning and growth opportunities to expand their knowledge, competencies, and potential, as well as soliciting feedback from them to enhance your culture. Onboarding is a critical process that can make or break talent acquisition and retention. Aligning onboarding with company culture creates a positive experience for new hires and helps them become productive, engaged, and loyal members of the organization.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you align onboarding with your company culture?

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1 Understand your culture

2 Customize your onboarding

3 Connect your onboarding

4 Reinforce your onboarding

5 Here’s what else to consider

Global Talent Acquisition

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How do you align onboarding with your company culture?

1

2

3

4

5

1 Understand your culture

2 Customize your onboarding

3 Connect your onboarding

4 Reinforce your onboarding

5 Here’s what else to consider

Global Talent Acquisition

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